 It really is, I think, a question of the leadership at the organization taking a stand and taking the lead in being sure that those that are sitting at the table are indeed heard wherever they come from with their unique experiences. I love that you brought up the aspect of leadership because one of the things that we are constantly thinking about at our organization, our mission is to not just help people attain positions that are of note at their particular corporation, it is to help them progress to the point of senior leadership. And what we constantly talk about is that it's not just a pipeline issue, it is to what extent can you bring them into the organization, train them, involve them, create a sense of belonging, and ideally retain them to such an extent that they want to stay mature, grow, and eventually be a senior leader. Now, there's also a different component and it is helping organizations understand that it is not just a philanthropic effort to bring in more women. That is not the end goal. Having a diverse workforce is actually a business imperative. It makes your organization stronger, it makes it more nimble, it makes them better able to serve their entire customer base, and last time I checked, women represented half of the population. So if you don't have a decent number of them, if not a critical number of them, giving input to what you create, how you serve, and how you lead, then more than likely your organization is not being responsive to that of its core group. Well, and I know sometimes women's leadership styles tend to be a little different than men. How do these organizations then make space for that kind of leadership style? Because I think that that's something that ultimately helps the organizations be stronger. Absolutely. One of the things that you can think about as an organization is if you were trying to bring in and to make your organization much more receptive and much more collegial to a diverse group of people, first and foremost is to, one, start with a couple. You said start with the top. To get things going, you need to bring in someone at the top that sets the tone, that showcases to other people it is okay to come into work and not to be dressed the same as the men, to conduct a meeting in which listening is more emphasized than expressing one's opinion, where it is okay to share your comments at the end as opposed to having to constantly jump in and lead from the outset, where there is a sense of comfort in how you develop teams and how people contribute and when people see that at the top then it's more comfortable at the vice president level, at the director level, at the managerial level and yes at the associate level for someone to come in and say women like me and how I engage in business are not just accepted but celebrated and respected and listened to and I think that's critical.